People and Culture

Overview

Changing a company’s culture from a telco to an innovative, tech-focused one is hard. It requires a company-wide change in mindset and approach. New technologies and business models often require new skills. Telcos may struggle to recruit, retain, and upskill talent for ‘Techco’ transformation. Transitions require talent and skill bridges.

Techco operations are agile and digital, but telcos have complicated legacy infrastructure and systems. Modernizing legacy systems and integrating new technologies takes time and effort. Telcos are heavily regulated. Techco transformations can struggle to comply with regulations and adopt new technologies and business models.

Rapid innovation and disruptive players make the technology industry competitive. Telcos are becoming ‘Techco’s must compete with tech giants and digital startups. It’s hard to stand out. Customer expectations in technology are changing rapidly. Customers expect seamless digital experiences, personalized services, and cutting-edge products. Telcos must meet customer expectations to stay competitive.

The telco-to-Techco strategic transformation requires a clear vision, well-defined strategies, and effective execution plans. It involves strategic product/service, partnership, investment, and market positioning decisions. Aligning the organization and stakeholders around a new vision takes time.

TCOD empowers service providers to get more intelligence from their ‘people,’ allowing better decision-making and making the organization a more inclusive employer.

Talent and Skills

'Techco' talent and skills refer to the specific knowledge, expertise, capabilities, and qualities that are required for individuals working in technology-focused companies or organizations. These skills are essential for the successful execution of technological initiatives, driving innovation, and staying competitive in the rapidly evolving tech industry. 

• Level 1. Skills Gap: The Telco lacks the necessary skills and expertise for the ''Techco'' transformation.
• Level 2. Skill Development Plan: The Telco has identified skill gaps and developed a plan for upskilling and reskilling employees.
• 3. Skills Acquisition: The Telco actively invests in acquiring new talent with technology, data analytics, and digital services expertise.
• 4. Continuous Learning: The Telco promotes continuous learning and development for employees, offering training programs and career advancement opportunities.
• 5. Talent Transformation: The Telco has successfully transformed its workforce with a high-performing team with the skills and expertise required for the ''Techco'' transformation.